©HRGO New Media Editorial Board
Editor - Sam Typography - A Zheng Proofreader - Josh
This winter, it's cold.
In various layoffs, it is not only employees, but also HR that make people feel sorry.
"When I was laid off, I was most sympathetic to you HR!"
After an employee is laid off, the last sentence left for HR is not known whether it is really sympathetic or whether there is something in the words.
01 #
Classmates in a private enterprise to do HR, from graduation to now 5 years, the work has been diligent and sincere.
This year, the company's performance is not good, there is no money to spend, as the core backbone of the human resources department, she and the boss tighten the belt together: go out to take a taxi to the company to do things, no reimbursement; go out to eat a light meal outside, not reimbursed; even the office to use the tape scissors or something, she buys it herself, let colleagues use it together.
In this year's human resources work, she did not ask her boss for more than a penny!
After she helped the company complete the reduction of staffing, downsizing and increasing efficiency, she felt that she was also an "old man", working hard, without complaint or regret.
But as an HR veteran of the company, she became the next person the boss interviewed...
Hr, who is responsible for laying off people, has also been laid off.
02 #
It's a tragedy, but it plays out every day across the country.
Why is it that diligent HR will also be cut?
The reason is very simple, everyone says: low value and strong substitution, only spend money will not make money.
A few months ago, when Weilai Automobile laid off employees, it was also announced to the outside world, and the first person to be laid off was HR. In order to control labor costs, we have cut off those who do not make money and those that can be cut. HR happens to be the perception of some managers as a department that only spends money.
Although HR's usual work can bring perfect logistics and service guarantee to enterprise operations, in the final analysis, HR cannot make money.
Usually, the R&D, production, sales and other departments in the company are considered valuable departments, the driving force of the enterprise, they create real revenue and profits. In most companies, the value of HR is not only invisible to the boss, but even HR itself is sometimes unclear.
Some transactional HR, anyone can imagine her usual work content: recruitment interviews, payment of social security provident fund, employee attendance and salary, employee travel and travel... It's all basic transactional work.
The recruiter calculates how many people are recruited to the company every day, week, and month to measure his own value, but he ignores the recruitment cycle, retention rate, effectiveness of recruitment, etc.; the training person says how many trainings he holds for the business department in a year, but he cannot tell the boss whether through training has helped the business department to achieve performance indicators and how much...
There are many things, they are very basic, and it is difficult to have quantifiable and translatable results. Once the boss is determined to lay off employees, perhaps a finance will directly replace HR, which is a cruel reality, but many HR are still in the dark, thinking that everything is still as good as ever.
Coupled with the emergence of unmanned factories and robots, it has forced the transformation of enterprises, and it has also forced us to personally only continue to learn, embrace uncertainty, and maintain the same frequency with the times. If you were in a normal mechanical job, wouldn't it be you who would be replaced next?
03 #
In the end, HR is essentially an employee, once it encounters layoffs, it may be that the front foot has just sent away colleagues, and the back foot has done the job for itself. After all, when the company's performance is not good, all employees have to pull out the back pot.
But to say that HR will only cost money and will not generate profits for the company is the biggest misconception about HR.
First of all, let's talk about spending money, we return to the most basic formula of enterprise efficiency: profit = income - cost. Although human resources cannot directly generate revenue, if they can reduce costs, they can also improve the company's profits.
Labor cost control is an important part of HR work.
If you can control the cost, how can you say that HR will only spend money and not make money?
Speaking of layoffs, hr will always find defects in the company's management system when performing layoffs, and many things will face dilemmas. In the eyes of employees, most of the places that involve conflicts of self-interest are impersonal. In the eyes of the boss, everything must unconditionally obey the company's management system.
At this time, the implementation of the system can be fair to all employees.
But the difficulty lies in the fact that once the regulations are resolutely implemented, they may go to the other extreme, such as using various means to lay off employees, just to achieve the end.
HR also does not want to lose a bad reputation, in addition to "taking money to do things", it is more important to do things according to the rules within their own ability, it is best to balance both sides.
But the word balance is easier said than done.
04 #
In the layoffs, whether it is to lay off people better and more standardized, or to prevent themselves from being laid off, HR is forced to embrace changes in time and make changes!
Do not understand the business, and are not willing to take the initiative to learn the business, about 99% of the enterprise HR common disease. Round after round of layoffs, one organizational change after another, only know to stick to the six modules, and finally trapped only themselves.
The HR department of many companies seems to have always been an awkward existence: no HR is not OK, and it is "dragging its feet".
But the business department and the human resources department are complementary to each other, no matter what kind of strategy the enterprise implements, what kind of business it develops, in essence, people are the core.
When the human resources department is not valued, resulting in the loss of talent, it will lead to poor business, poor business In order to reduce costs, the human resources department will be more unappreciated, and then fall into a vicious circle.
For HR itself, if you want to jump out of comfort, you must take the initiative to transform:
(1) Cross-border to finance and do all-round HR.
Many HR have accounting certificates, know how to master the three statements, how to analyze open source throttling and labor cost reduction methods, which is what many HR are doing now.
Only by understanding this can you qualify to talk to your boss.
If you, as an HR, have some basic financial knowledge, you may no longer have to listen to the particularly hurtful phrase "you can't do financial things, but you can do things financially".
(2) Transform to business and do value HR.
Between HR who understands business and HR who does not understand business, there are 10,000 occupational bottlenecks. Business units are no longer limited to expecting HR to provide logistical services, but rather value creation that can drive business outcomes.
For example, Huawei split the human resources department, set up the general cadre department, and characterized the human resources department as a "support" department, and HR is the executive agency, focusing on service rather than management, which requires a deep understanding of the business.
(3) Dig deep into the profession and do expert HR.
Proficient in the internal logic of the organization, understanding the company's operation strategy, and also proficient in enterprise management, so that expert HR is popular in every enterprise.
For example, the middle office HR that Ali is recruiting with an annual salary of 1.2 million yuan recently is this type of HR, standing at the forefront of the times, re-looking at the organization and looking at management.
Times are fair, they will march forward with those who are willing to embrace change, and they will leave cruelty to the lazy who are stuck in their feet.
This is the same for HR and laid-off employees!
About us
i Back Adjustment is a technology-driven intelligent employee background check service provider that provides professional, efficient and safe back adjustment services for enterprises through the form of "SaaS + artificial intelligence + professional services".
The company's business covers the whole country and more than 200 overseas countries and regions, has provided back adjustment services to more than 10,000 corporate customers, and has received multiple rounds of investment from well-known domestic capital such as Legend Capital, Fengrui Capital, Mingshi Capital, and government funds.